Acceptance of an Internet-Based Team Development Tool Aimed at Improving Work-Related Well-being in Nurses: Cross-sectional Study.

Background: Workplace health interventions can produce beneficial health- and business-related outcomes. However, such interventions have traditionally focused on lifestyle behaviors of individuals, mostly not considering the role of working conditions. The wecoach intervention is an internet-based tool that combines both a digital and a participatory team development approach aimed at addressing critical job demands and resources as key aspects of health-promoting working conditions.

Is the health-awareness of leaders related to the working conditions, engagement, and exhaustion in their teams? A multi-level mediation study.

Background: Research shows that leaders influence the health and well-being of employees, by being either a buffer or major source of employee's work stressors. Various leadership behaviors and their relation to employee outcomes have been examined. Yet, a satisfactory explanation of how leaders' behavior influences health has not been found.

A Digital Tool to Build the Capacity of Leaders to Improve Working Conditions Related to Psychological Health and Well-Being in Teams: Intervention Approach, Prototype, and Evaluation Design of the Web-Application "wecoach".

The "wecoach" is a web-application that builds the capacities of team leaders to improve working conditions that are positively related to the psychological health and well-being of their team members. The web-application works through an automated, rule-based chat enhanced by machine learning. This so-called conversational agent guides the team leader through a systematic project cycle, providing a mind map of work and health, training materials, self-assessments, and online tools to conduct team surveys and workshops, as well as self-evaluation of progress and effectiveness.

Development of a Generic Workshop Appraisal Scale (WASC) for Organizational Health Interventions and Evaluation.

This study presents the development of a generic workshop appraisal scale (WASC) for the evaluation of organizational health interventions. Based on the session evaluation questionnaire (SEQ) by Stiles (1980), we developed a short, generic 10-item scale with pairs of adjectives, covering five facets: comprehensibility, relevance, novelty, activation, and valence. Our study is based on = 499 employees from four organizations who participated in 41 workshops and filled out an evaluation questionnaire on-site.

The Key Job Demands and Resources of Nursing Staff: An Integrative Review of Reviews.

The aim of our review is to identify the key job resources and demands of nursing staff by integrating findings from previously published reviews along the lines of the JD-R model. Understanding these is highly relevant given the ever-increasing pressure in nursing work and the challenges of healthcare organizations in recruiting qualified staff. It is also an important step toward developing targeted workplace interventions.

"Resources-Demands Ratio": Translating the JD-R-Model for company stakeholders.

Objectives: Practitioners and organizational leaders are calling for practical ways to explain and monitor factors that affect workplace health and productivity. This article builds on the well-established Job Demands-Resources (JD-R) model and proposes an empirically tested ratio that aggregates indicators of job resources and demands. In this study, we calculate a ratio of generalizable job resources and demands derived from the JD-R model and then translate the ratio into the language of company stakeholders.

The relationship between resourceful working conditions, work-related and general sense of coherence.

Sense of coherence (SoC) has been identified as an important health resource and is associated with various health-related outcomes, especially perceived health and mental health. SoC has also been found to be relevant in the work context. Our study examined whether job resources, such as autonomy or social support, can contribute to the development of SoC.

Individual and group-level job resources and their relationships with individual work engagement.

Objectives: This study adds a multilevel perspective to the well-researched individual-level relationship between job resources and work engagement. In addition, we explored whether individual job resources cluster within work groups because of a shared psychosocial environment and investigated whether a resource-rich psychosocial work group environment is beneficial for employee engagement over and above the beneficial effect of individual job resources and independent of their variability within groups.

Methods: Data of 1,219 employees nested in 103 work groups were obtained from a baseline employee survey of a large stress management intervention project implemented in six medium and large-sized organizations in diverse sectors.

The experience of work-life balance across family-life stages in Switzerland: a cross-sectional questionnaire-based study.

Background: The division of paid and unpaid labor in families continues to be highly gendered with men doing more paid work and women doing more unpaid care work. This is especially true for life stages with young children. Our study investigates the subjective experience of demands in the work and the private domain and the experience of work-life balance across family-life stages as a consequence of this gendered division of labor.

Sense of coherence and the motivational process of the job-demands-resources model.

This longitudinal study systematically examines the various roles played by the personal resource "sense of coherence" (SoC) in the motivational process described by the job-demands-resources model. SoC captures the extent to which people perceive their life as comprehensible, manageable and meaningful, and there is evidence of its influence in many health-related outcomes. The first aim here was to establish whether a resourceful working environment builds up SoC and whether SoC leads to work engagement.

Towards a Job Demands-Resources Health Model: Empirical Testing with Generalizable Indicators of Job Demands, Job Resources, and Comprehensive Health Outcomes.

Studies using the Job Demands-Resources (JD-R) model commonly have a heterogeneous focus concerning the variables they investigate-selective job demands and resources as well as burnout and work engagement. The present study applies the rationale of the JD-R model to expand the relevant outcomes of job demands and job resources by linking the JD-R model to the logic of a generic health development framework predicting more broadly positive and negative health. The resulting JD-R health model was operationalized and tested with a generalizable set of job characteristics and positive and negative health outcomes among a heterogeneous sample of 2,159 employees.

The Context, Process, and Outcome Evaluation Model for Organisational Health Interventions.

To facilitate evaluation of complex, organisational health interventions (OHIs), this paper aims at developing a context, process, and outcome (CPO) evaluation model. It builds on previous model developments in the field and advances them by clearly defining and relating generic evaluation categories for OHIs. Context is defined as the underlying frame that influences and is influenced by an OHI.

Process and outcome evaluation of an organizational-level stress management intervention in Switzerland.

This field study evaluates the process and outcome of an organizational-level stress management intervention (SMI) in eight companies, taking into account the lessons learned from previous evaluation research. It utilizes the RE-AIM evaluation framework to capture the Reach and Adoption of the intervention in the companies, the appraisal of the Implementation process and the project's Effectiveness and Maintenance with a range of qualitative and quantitative methods. It applies an adapted research design in the context of a field study involving entire organizations, retrospectively assigning study participants to comparison groups.

Socioeconomic status, working conditions and self-rated health in Switzerland: explaining the gradient in men and women.

Objectives: Epidemiological research has confirmed the association between socioeconomic status (SES) and health, but only a few studies considered working conditions in this relationship. This study examined the contribution of physical and psychosocial working conditions in explaining the social gradient in self-rated health.

Methods: A representative sample of 10 101 employees, 5003 women and 5098 men, from the Swiss national health survey 2002 was used.